HRM Practices and Employment Legislation

This assignment delves into the significance of HRM practices within an organization, including employee resilience, knowledge management, and high-performance work systems. It also touches on employment legislation, highlighting its importance for HRM. Relevant studies from journals such as the Asia Pacific Journal of Human Resources and the International Journal of Human Resource Management are discussed, along with online resources that provide insights into HRM practices and employment legislation.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
P1 Purpose and function of human resource management ........................................................1
P2 Strength and weaknesses of various recruitment and selection process at Tesco plc ....2
TASK2.............................................................................................................................................5
P3 Benefits of different HRM practices for both the employer as well as employee.................5
P4 Explain the effectiveness of different HRM practices...........................................................6
TASK3.............................................................................................................................................7
P5 Explain the importance of employee relations that influencing HRM decision-making in
Tesco plc.....................................................................................................................................7
P6 Key elements of employment legislation...............................................................................8
TASK4.............................................................................................................................................9
P7 Explain key elements of employment legislation that create impact upon HRM decision-
making process............................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is important department of an organisation in order to
increase employees productivity and performance. Human resource management is a term used
to explain formal system devised for management of employees with in a company. The main
role of HR manager is recruiting, selection, compensation, salary, appraisal, retention and many
more. Tesco plc operated their business activities around 12 countries across Europe and Asia. It
was established in the year of 1919 by Jack Cohen. They are around 6553 retail store in all over
the world with total revenue of £ 55,917 million in the year of 2017. it have almost 476,00
employees in their retail store. In this assignment cover role and responsibility of human
resource manager, strength and weakness of various recruitment approaches and their benefits
on employees as well as employers. This report covers employment legislation, employees
relation and HRM practices (Arnaud and Wasieleski, 2014).
TASK1
P1 Purpose and function of human resource management
HRM: Human resources management is a process if selecting and developing workers so
that they are become asset for an organisation. It includes training, job analyse, planning,
managing, orienting, hiring right person for right place, provide benefits communication with
labour and many more (Human resources management, 2017).
Human resource manager introduce training and development program for workers which
enhance their skills and professional knowledge. By this activity staff members are able to
produce quality of product as well as services that helps to gain customer's satisfaction. Human
resource manager have various role and respondents at work place in order to manager
employees performance. Some important function of human resource management are as
follows:
Function of HRM
Recruitment and selection: It is a one of important function of human resource
management. In this, they prepare plan and strategies in order to recruit talented employees. HR
manager prepare job description and responsibility in order to select workers. They make
interview plan, by this they analyse employees capabilities and skills. After this, they match their
requirement with employees capacities and select most appropriate one according to company
1

needs. HR manager of Tesco plc have prepare plan of recruitment and selection in order to select
most suitable employees at their work place (Bardoel and et. al., 2014).
Training and development: Human resources manager conducting training and
development event at work place in order to improve employees skills and knowledge. For this,
they have analyse employees learning style and capabilities and accordingly select training
method. Various type of training method like on the job training – job rotation, coaching,
assignment, internship etc. and off the job training method- role play, case study, lecture,
simulation, management education, conferences etc. Tesco plc use education and role play
training method at their work place in order to enhance workers productivity and performance
(Chelladurai and Kerwin, 2017).
Employees retention: It is a one of the complex job of human resource manager thus help
to increase employees retention at their work place. They have used various strategies to retain
workers like pay, affiliation, work content, career, benefits and many more. These all strategies
are help to human resource manager in their decision-making process of workers retention.
Through this they are able to motivate employees toward work.
Meet customer's needs: Through skilled employees quality of product as well as services
has improve and an organisation are able to gain customer's satisfaction. Management of Tesco
plc conducting research to know clients needs and demands and accordingly develop staff
members skills and knowledge. Through this, firm are able to produce innovative and quality of
goods that fulfil customer needs effectively.
Human resources planning: HR manager has make planning for hiring, selecting, salary,
benefits, appraisals and many more. Through this, they are able to enhance employees
satisfaction in an effective manner.
Performance appraisals: HR executive has compare workers performance with set target
or standard which help to provide promotion, compensation, transfer, salary heck etc. Through
this, they are capable to build self confidence.
Compensation and benefits: When employees performance has outstanding then
organisation pay some monetary awards to their workers. Through this, they are appreciated their
work as well as build self confidence in order to run whole business task effectively.
2

Safety and health: It is a organisation responsibilities to provide safe and healthy
working environment to all labour in order to run whole business activities in appropriate
manner.
Employees relation: Firm has develop positive relationship among all staff members that
help to increase motivation as well as reduce conflicts of workers in an effective ways.
Purpose of HRM
Through human resource management firm are able to recruit and select employees at
their work place in order to operate whole business activities in an effective manner in given
time frame. They play important role of staff member retention at workplace thus improve
overall employees turnover in an organisation. Human resource manager reduce conflict among
employees as well as between management and workers. Through this, staff members
motivation are increase that affect their performance positively. Human resource executive are
conducting training event that enhance workers capabilities and self – confidence. They
encourage employees participation in management decision-making process that boost staff
member moral positively. Purpose of human resource management is can not limited to one
department, their action plan are affect whole business organisation effectively.
P2 Strength and weaknesses of various recruitment and selection process at Tesco plc
In an organisation two type of recruitment process internal and external has used to
recruit workers at work place (Collins, hu and Warner, 2012).
Internal recruitment sources: It include promotion, transfer, formal employees etc.
External recruitment sources: It include employment agency, campus recruitment, deputation,
work of mouth, exchange program, advertisement and many more.
Selection of the most appropriate worker are very important for an organisation in order
to gain high productivity (Glover and et. al., 2011). Some important selection method are
application form, interview, personality and aptitude test etc. Strength and weaknesses of some
recruitment method and selection process are as follows:
Recruitment sources Strength Weakness
Internal Recruitment process  Internal recruit method
save time and resources
of an organisation.
 It is a narrow ideas of
recruitment sources.
Thus restrict potential
3

 Through this method
firm are able to motive
employees that affect
their performance.
 By using internal
recruitment sources
Tesco plc are able to
reduce employees
turnover at work place.
 This method are help
manage positive
employees relation.
 Through this method
are recruitment human
resource manager are
able reduce staff
members conflict.
of employees.
 Thus increase conflict
among workers. Like
one employee
promoted but other
staff member can bot
increase uncomfortable
factors.
 Some time HR
manager provide
priority to one person
are ignore others can
increase conflict
between management
and employees.
External recruitment process  Through this method
firm increase their
performance by
providing opportunity
to new employees
which provide new and
innovative idea of
working.
 Increase firm positive
image at market place.
 Provide equal
opportunist to all
candidates.
 Thus reduce employees
work satisfaction.
 Loss career
opportunities for old
workers.
 Required lot of money
and time.
4

 Reduce training and
development cost by
hiring skilled
employees.
Strength and weaknesses of various selection process:
Selection process Strength Weaknesses
Interviews  This process save time
and resources of the
firm.
 Through this method
human resource
manager are able to
match their
requirement with
candidates skills and
knowledge.
 Some time candidates
misguide interviewers
by providing wrong
information.
 Preparing questionnaire
are not easily task.
Personality test  Through this method
interviewers are able to
understand candidates
personality training and
match them with their
requirements.
 Analyse candidates
personality is not a
easy task.
Aptitude test  Through this firm
know candidates
analytical knowledge
which help to perform
better.
 Only aptitude test can
not shows candidates
capabilities effectively.
5

TASK2
P3 Benefits of different HRM practices for both the employer as well as employee
Human resources activities are very important for both employees as well employers
which help to improve workers performance and productivity. Through this they are able to
improve customer's satisfaction in order to gain long term sustainability at market place.
Through effective HRM practices, Tesco plc are able gain competitive advantages at market
(Guest, 2011). Some important benefits of human resources management for employees and
employers are as follows:
For employees
Conflict resolution: Through effective human resources management practices, firm are
able to solve employees conflicts at work place. They develop rule and policies that are follow
by all staff members as well as management. Tesco plc also used this strategy at their retail store
and reduce conflict. Thus improve employees relations and their performance. Manager
implemented these all regulation in order to gain goals and objectives in an effective manner in
given time period. Thus provide benefits to all workers in tesco plc.
Training and development: It is a human resource manager responsibility to organise
training and development program for staff members in order to enhance performance and
professional attitude toward work. For this, they are analyse gap between actual and desire skills
and accordingly select appropriate training method in order to improve knowledge and
capabilities. Training and development event are very beneficial for employees that provide
opportunity to growth in their career as well as increase self confidence and moral.
Employees relationship: It is very important for an organisation in order to run whole
business activities in an effective manner. Human resource of Tesco plc has use strategies and
plan for established healthy relationship among employees (Hobfoll, 2011). Some important
benefits of healthy workers relation are quality of life, supervision, teamwork and many more.
Thus improve life of employees and their perception toward work.
Information resources: Human resources executive established strong communication
process at their work place. Employees exchange their experience as well as knowledge with all
staff member in order to gain common goals and objectives in given time frame. So that, all
information related to work has spread in whole organisation (Messersmith and et. al., 2011).
For employers
6

Strategic management: Management of the firm has use HR strategies for develop plan
in order to manage all business work effectively. Tesco plc develop strategy in order to
implementing rule and policies at work place.
Safety and risk management: It is a human resource manager responsibility to establish
healthy and safety environment at work place that improve employees presentation. Tesco plc
use this method and reduce risk and uncertainty factor in their store.
Liabilities problem: Human resource management practices reduce organisation
liabilities like recruitment and selection process, promotion, demotion, appraisals, training
program etc. These all work are very important for firm in order to gain competitive advantage at
market.
Workers satisfaction: through HRM practices firm are able to increase employees
satisfaction which help to improve quality of product as well as services.
P4 Explain the effectiveness of different HRM practices
HRM practices is very effective for an organisation performance by which they are able
build strong positive brand image in customer's mind. Various type of effectiveness of different
human resource management which affect firm profits and productivity are detail as below:
Effectiveness of training and learning program: Human resource manager modify
employees skills and capabilities by organising training program at work place. By this learning
program, firm increase quality of goods which improve customer's satisfaction. So that overall
profitability of increase (Minbaeva and et. al., 2014).
Effectiveness of performance management system: Performance management system is
a process, in this department of commerce involve its individual or member of group which
improve company effectiveness in order to achieve goals and mission. Tesco plc has analyse
workers performance by using this system with in firm. Thus help to gain high profits and long
term sustainability at market.
Effectiveness of flexibility in an organisation: If firm are flexible in their operations that
help to gain effectiveness in work. Market environment is uncertain that affect business activities
negatively. Human resource manager of Tesco plc has use method in order to manage change in
their working environment.
Reward system: Organisation has offer reward to employees those performance is very
good so that it is a kind of monitory appreciation which help to motivation employees in an
7

effective ways. HRM has analyse each one role and responsibility accordingly they are make
benefits plan.
Career management: It is a firm responsibility to improve employees career because
through this they are able to make them asset for an organisation and retention which help to
achieve goals and objectives in limited period of time.
TASK3
P5 Explain the importance of employee relations that influencing HRM decision-making in
Tesco plc
Employees relation: Company make efforts to manage relationship between workers as
well as employers. A healthy staff members relation program provide consistent and fair
treatment with all labours so that they more committed with their job as well as loyalty to the
firms.
In order to gain competitive advantage at market place, it is important for human resource
manager to maintain healthy employees relation with company. Thus improve workers
performance as well as quality of product and services. By this activity enterprises are able to
build strong positive brand image in clients mind that help to improve customer's satisfaction.
HR manager develop various strategies and plan in order to establish healthy working
environment. Strong employees relation influenced decision making process of management. A
company can not take decision alone, it wants suggestion form all associated individual. So that,
human resource executive are encourage employees participation in management decision -
making process. Some of the importance of staff members relations for influencing HRM
decision are mention below:
 By healthy relations among employees, achieving a task become easy. That help in firm
decision making process. Responsibilities must be divided among all team members in
order to accomplish assign task with in a given time frame (Purser and et. al., 2015)).
 If all individual can work together, then organisation is become a healthy, safe and happy
place to work. If people discus things with others, target or work tensions may
automatically remove and workers feel better. Strong communication process within
enterprises can improve workers relationship. Thus effect management decision of Tesco
plc.
8

 Through healthy relationship among staff members, human resource manager can
discourage conflicts and fights among all employees. Thus improve individual
concentration on work.
 HR manager develop healthy working environment with in an organisation by which they
are motivated individuals. They feel confident and secure. Trust among all staff members
are very important for Tesco plc in order to achieve goals and objectives in an effective
manner.
 Through strong and healthy individual relationship, management of the company are able
to reduce employees turnover as well as absenteeism with in work place. Moreover,
healthy staff members relations has also spread positivity around working environment. It is important to share warm relationship with other fellow workers, because some time
they needs them. Through this, implementation of management strategies and plan are
easy.
Party involve into employees relation: There are various party has includes into
development of employees relation are staff members, employers, trade union, government and
many more.
Strategies for good workers relation:For healthy employees relation there are several
strategies has exist in order to implemented action of plan at work place effectively. Some are: Foster open communication: HR manager make strong communication network with in
work place by which they are achieve goals effectively. Maintain culture: HR manager maintain positive culture to reduce conflicts as well as
make strong relationship among all staff members in appropriate manner.
 Share vision: Organisation want to share their vision with employees that build self
confidence into them resulted positive relationship has established among them.
P6 Key elements of employment legislation
Employment legislation can save employees right with in an organisation. United
Kingdom government has develop legislation that are mandatory for all firm to implemented this
rule or regulation at their work place. The main purpose behind this policies is reduce
discrimination among staff member and provide equal opportunity to them. It help to both new
9

and existing workers to feel secure and safe working environment in company. Some major
legislation are explain as follows:
Defining positions: It is compulsory for company to explain about job role and
responsibilities to new candidates clearly. They provide full information to them related to their
position in firm. Tesco plc are also follow this rule and manage their employees satisfaction
(Tochaee, Hosseini and Reihani, 2016).
Providing compensation: It is a firm responsibility to provide equal opportunity to earn
compensation to all staff members. Thus improve employees moral and positive perception
toward firm. Management of Tesco plc discuss about wages and salaries with workers like
working days or hours, term and conditions of job and many more. It established in the year of
2006.
Ensuring equality: Management of company established equality among staff members
in every aspect of work place. Equality includes religion, sex, age, nationality, colour and racism
etc. If discrimination occur at work place them employees complain it at legislation department.
There is a duties of human resource manager of Tesco plc to maintain legislation in workplace.
In the year of 2010.
Lows that develop by government bodies to reduce discrimination are as follows:
Equal payment act: This act provide right to employees receive equal payment and
salary at same scale. It is prohibited for company pay remuneration to workers according to age,
sex etc. It established in the year of 1970.
Disability act: At the time of hiring, it is important to provide equal opportunity to
disable person and treated them equally. If any person can not behave in right manner with
disable candidate then they will be legally punished by authority of firm as well as government.
It was established in 1995.
Equal opportunity act: Company give equal opportunity to all individual for promotion,
transfer, compensation, bonus, salary, leaves, recruitment and selection or many more. Through
this they enhance employees motivation and performance. Tesco plc follow equal opportunity
act of government legislation in order to achieve goals and objectives in given time frame.
Introduce in 2010.
10

TASK4
P7 Explain key elements of employment legislation that create impact upon HRM decision-
making process
Human resource manager of Tesco plc has recruit and select best candidates for their
workplace. They carry out job analysis process in order to full fill vacant position in an
organisation (Vaiman and Brewster, 2015). Tesco plc have vacant position of marketing manager
in store. To full fling these position manager of the company develop job specification, those are
as follows:
Job specification:
Job specification
Job Details:
Post: Marketing manger
Department: Retail management
Job purpose:
Manager are responsible for sales and marketing of retail store.
They support other employees and motivating them in order to achieve goals and objectives in
given time frame.
Role and Responsibilities:
 Increase sales.
 Build positive brand image in customer's mind.
 Reduce employees turnover and increase their retention with in an organisation.
 Develop healthy working environment.
 Improve customer's satisfaction.
CV
Curriculum vitae
Name:
Email ID:
Contact number:
Address:
11

Objective: Responsible for manage all business activities effectively. Able to increase workers
productivity at retail store. Maintain inventories by using strategies. Able to establish strong
communication process with in an organisation.
Education Qualification:
Fields University Grade Passing year
MBA ASCV university A+ 2015
Graduation in
commerce.
BDFY University A 2012
Diploma in IT. VGUU College of
London.
B+ 2013
Experience:
Minimum five years of experience in related field.
Skills:
 Strong communication
 Analytical knowledge
 Manage large number of employees
 Strong interpersonal skills
Creation of interview structure: Human resource executive make all necessary
documentation for job analysis process. HR collect various resumes for all interested applicants.
Therefore, management of an organisation develop proper plan and strategies like interview
process, questionnaires, offer letter etc.
Offering offer letter: Human resource manager select most appropriate candidates
according to firm requirement and demands. After selecting desire employees, enterprise will
provide offer letter to candidate. It is includes job position, date, working days or hours and
compensation etc.
Evaluation: It is a last step of all recruitment process. HR manager provide training to
new employees in order to make families to them with working environment. It take approx three
to six month which called probationary period. After then performance appraisals form given to
their supervisor and receive feedback accordingly take furtherer action (Warner, 2014).
12

Reward system: With in work place employees have divided into two part blue collar and
white collar staff. Both have their own role and responsibility in firm which help to run entire
business activities in appropriate manner. Some important reward system into both kind of staff
members has explain as follows:
 Blue Collar: Most of the company paid short term reward to blue collar
employees which is based on rate of incentive is directly promotion of extra
outputs, extra amount is proportionately at lower rate then they increase outputs,
rate of incentive is higher then rate of output.
 White Collar: salesmen are has usually receive reward as sales commission.
There are three method of provide reward to white collar employees is straight
salary, straight commission and combination plan.
CONCLUSION
Form the above repost it is concluded that human resources activities are very important
for an organisation in order to gain long term sustainability at market place. In this assignment
Tesco plc are use to analyse human resource impact on an organisation as well as workers
performance. It is a British international grocery retail store chain where lot of employees have
work, so that they have established healthy working environment at their store which help to gain
goals and objectives in given time frame. Legislation is important for remove conflict among
staff members Tesco plc. Human resource manager develop job specification as well as
curriculum vitae in order to select most appropriate candidate for company.
13

REFERENCES
Books and Journals
Arnaud, S. and Wasieleski, D .M., 2014. Corporate humanistic responsibility: Social
performance through managerial discretion of the HRM. Journal of Business Ethics.
120(3). pp.313-334.
Bardoel, E.A., and et. al., 2014. Employee resilience: an emerging challenge for HRM. Asia
Pacific Journal of Human Resources. 52(3). pp.279-297.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Collins, N., Zhu, Y. and Warner, M., 2012. HRM and Asian socialist economies in transition:
China, Vietnam and North Korea (pp. 598-619). Edward Elgar Publishing.
Glover, W. J. and et. al., 2011. Critical success factors for the sustainability of Kaizen event
human resource outcomes: An empirical study. International Journal of Production
Economics. 132(2). pp.197-213.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
López-Nicolás, C. and Meroño-Cerdán, Á. L., 2011. Strategic knowledge management,
innovation and performance. International journal of information management. 31(6).
pp.502-509.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
pp.1105.
Minbaeva, D., and et. al., 2014. MNC knowledge transfer, subsidiary absorptive capacity and
HRM. Journal of International Business Studies. 45(1). pp.38-51.
Purser, H. R., and et. al., 2015. Definitions versus categorization: assessing the development of
lexico-semantic knowledge in Williams syndrome. International journal of language &
communication disorders, pp.1-13.
Tochaee, E. B., Hosseini, H. M. and Reihani, S. S., 2016. On the fracture toughness behavior of
in-situ Al-Ti composites produced via mechanical alloying and hot extrusion. Journal of
Alloys and Compounds. 681, pp.12-21.
Vaiman, V. and Brewster, C., 2015. How far do cultural differences explain the differences
between nations? Implications for HRM. The International Journal of Human Resource
Management. 26(2). pp.151-164.
Warner, M. ed., 2014. Confucian HRM in greater China: Theory and practice. Routledge.
Online:
Importance of HRM practices in an organisation, 2018. [Online] Available through:
<https://www.managementstudyguide.com/importance-of-hrm.htm>.
14

Key element of employment legislation, 2017. [Online] Available through:
<https://businesscasestudies.co.uk/business-theory/people/employment-
legislation.html>.
Human resources management, 2017. [Online] Available through:
<http://www.businessdictionary.com/definition/human-resource-management-HRM.html>
15